Leadership Coaching
You got the promotion. Nobody handed you a map for what comes next.
Leadership coaching for new managers, directors, and emerging leaders who are carrying more responsibility than their training prepared them for.
We begin by naming what the role requires that no one has said out loud.
The first call is complimentary and runs 15 to 20 minutes.
A Different Kind of Leadership Development
The problem you notice is rarely the problem.
It usually looks like a communication issue, a conflict on the team, or a decision that keeps getting kicked back up the chain. Those are symptoms. The pattern underneath is more often about what the role requires and what no one has clearly named.
This is a strong fit if
- You are new to managing people or recently took on more responsibility
- You keep avoiding a conversation you know you need to have
- You are unsure what ownership looks like at your level
- You want honest feedback instead of generic leadership advice
- You are willing to look at your own patterns, not just your team’s
This is not the right fit if
- You are looking for someone to validate decisions you have already made
- You want a leadership certificate rather than a working relationship
- You are not open to changing how you currently lead
- You need a quick fix rather than a sustained engagement
Leadership coaching is for people who manage and lead within an organization. If you own the business or lead a major part of it, Executive Coaching is built for that level of responsibility.
The Engagement
Built around what you are navigating, not a curriculum.
The work follows your actual situation: the conversation you are avoiding, the expectation you have not set clearly, the decision you keep deferring. It does not follow a training track handed to everyone.
We look at how people, communication, and systems interact, at the level where you are leading right now. The goal is not more information. It is better judgment, applied in real time, with your actual team.
Leadership coaching is led by Erinn Gomillion, Leadership Development Partner at Next to Nunn.
- Length
- Three to twelve months, depending on scope and complexity
- Sessions
- Twice monthly, virtual
- Tools
- May include Everything DiSC assessments and structured feedback, depending on the engagement
- Your manager
- We may coordinate with your manager or organization when that serves the work. The coaching stays focused on your own judgment and capability.
- Starting point
- A complimentary 15 to 20 minute strategy call
What We Work On
Where new responsibility tends to get stuck.
These are five situations we see often. Which ones you are in decides where the coaching begins.
Communication
Conversations you keep putting off
Feedback, conflict, and hard conversations get delayed when no one has shown you how to have them at this level. We work on the words, the timing, and the confidence to have them when they need to happen.
Systems and People
Decisions that keep going up the chain
Sending every decision to your manager can feel safe. We look at what is yours to decide, what is not, and how to use the judgment your role was built to carry.
Communication and Systems
Expectations nobody stated
Teams struggle when expectations are assumed instead of said. We work on setting them plainly, checking them, and resetting them when the work changes.
People
Leading people who used to be peers
A promotion changes relationships overnight. We work on how you lead people who knew you before, and on how they experience you now.
People
A team that watches what you do
Your team notices whether what you say and what you do match. That consistency is what they follow, and it is built one decision at a time.
How It Works
We start with the role, then build the coaching around it.
The engagement begins with a conversation and an honest look at what your role requires. The sessions follow from what we find.
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Start with a conversation
A complimentary 15 to 20 minute strategy call to talk through what you are navigating and whether leadership coaching is the right next step.
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Look at the role
We take an honest look at where you are and what the role in front of you requires. That may include Everything DiSC and structured feedback.
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Practice with your team
We meet twice a month, virtually. Between sessions, you practice what you are learning with your actual team, not in a classroom.
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Look ahead
You come to understand how to lead well today and what the next level of responsibility will require of you.
Who We Work With
Leadership responsibility looks different at each level.
We coach managers, directors, and emerging leaders in business, nonprofit, government, and ministry organizations. The work changes with the responsibility you carry.
Emerging leaders
You are managing people for the first time, often people who used to be your peers.
Managers
You are setting expectations, giving feedback, and keeping a team moving without owning every decision.
Directors and senior leaders
You lead through other managers, and your decisions reach well beyond your own team.
Let’s Talk
Start with a conversation about the role you are in.
A complimentary 15 to 20 minute call to talk through what you are navigating.